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Conflict of Interest Policy

I. Definition
Conflict of Interest results from the private endeavours of staff, students or associates compromising their ability to act appropriately or complete their duties to the university. These may be potential, actual or perceived. Likewise, the College aims to avoid involving themselves in the private interests of its staff, students and associates. However, if the College believes beyond reasonable doubt that there is/may be a conflict of interest between staff or associates, the College will intervene.
II. Key Objective
The aim of the College is to identify whether the private interests of an individual may influence or are perceived to influence the duties or activities associated with the College. The College will test whether a reasonably disinterested and uninvolved party believes that the relationships, interests or activity of the individual compromise their ability to meet their duties to the College.
III. Examples of Conflicts of Interest
  1. Personal Interests; these include manipulating the College in order to receive personal benefit
  2. Commercial Activity; consultation, using information received as an employee for personal reasons
  3. Receiving gifts, loans, money, favours and/or gratuities from sponsors or vendors
  4. Financial Interests; whereby the individual purchases goods or services for the University from businesses in which the individual has financial interest or benefit
  5. Personal and Familial Relationships between Staff, Students and Associates
IV. Evaluation
The College will review the case and determine any disciplinary action that is appropriate based on the severity of the breach. The review board will determine;
  1. Whether the conflict of interest is severe enough to hinder the individual to carry out their contracted duties to the College
  2. Whether the conflict is material or perceived
  3. Whether these conflicts can be avoided, managed or ceased
V. Management
The procedure to be applied must be adapted according to the degree or severity of the conflict of interest. An actual, perceived or potential conflict of interest must be disclosed by the concerned party. In most cases, a disclosure procedure will be outlined by the College to the individual, and management and compliance will be all that is required. In the instance of multiple conflicts of interest, whether these are relationship based or perceived, the College may review the extent to which the relationship with the individuals hinders their ability to dutifully operate on behalf of the College. Management and disclosure procedures will change and escalate according to the extent of the risk posed by the conflict of interest. This may result in public outright disclosure of the conflict of interest.
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